CSOM Diversity, Equity & Inclusion Policy

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CSOM Mission

The mission of the CUNY School of Medicine (CSOM) is to train broadly-educated, highly-skilled medical practitioners to provide quality health services to communities historically underserved by primary care practitioners, and to increase the number of practitioners from social, ethnic and racial backgrounds historically underrepresented in medicine. The learning environment of the School of Medicine is enriched by the diversity of our members, dedication to equity in all aspects of our work, and inclusion of social groups historically excluded from medical education and scholarship. We aspire to excellence in teaching, learning, scholarship, research and clinical care through collaborative engagement and inclusion of diverse members of the CSOM community. Our commitment to diversity, equity and inclusion (DEI) supports the development of a more structurally- and culturally-competent healthcare workforce, equipped to reduce health disparities in New York State and beyond.

CSOM Diversity, Equity & Inclusion Policy

The CSOM Diversity, Equity & Inclusion Policy represents a multi-pronged approach to diversity, equity and inclusion that includes: best practices to attract, retain, support and promote students, faculty, staff and administrative leaders from social and racial/ethnic groups under-represented in medicine; programs and strategies to establish an equitable and inclusive environment/climate; and curricula to advance equity and social justice. The School focuses on recruiting a talented pool of diverse students, thereby expanding access to medical education to individuals from underserved communities, of limited financial resources, and of racial/ethnic backgrounds historically underrepresented in the medical profession – with a particular focus on Latinx and African-American students. Cognizant that being underrepresented in medicine includes educational, economic, and other environmental factors, the school considers these factors in its holistic recruitment of students.

To broaden the recruitment of diverse employees in all titles, and particularly those in full-time faculty and senior administrative staff titles, the CSOM is committed to increasing representation of people of color, specifically Latinx and African-Americans, through the development and implementation of initiatives and professional development to reduce bias in the recruitment, hiring and promotions processes, and to support the promotion and tenure of faculty from these groups. Our goal is to create a climate wherein each individual is valued and has an equitable right to inclusion, respect, agency and voice, independent of age, race, ethnicity, cultural heritage or nationality, gender, sexual orientation or gender identity, religious or political affiliation; or socioeconomic, ability or veteran status. Best practices will be used to support the development of structurally and culturally competent curricula centered upon the goal of eliminating health inequities, and to achieve a climate of inclusion that respects and affirms a diversity of backgrounds and life experiences, and an institution where systems and structures that replicate inequity are examined and dismantled.

This multi-pronged approach will be supported with resources adequate to the task. Under the leadership of the assistant dean for diversity and inclusion, the CSOM will perform periodic review of these efforts to assess their effectiveness and impact, and report the results on an annual basis to the CSOM community in order to ensure the appropriate investment of resources to effectively sustain these efforts.